Can someone explain how I produced more work this go around and dropped 4 categories? was told all year long to just keep doing what I did the year before, wtf??
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If the number of NIs among my reports is fixed, I have no incentive as a manager to work with an individual throughout that year for this individual not to be NI. Even if we succeed, another employee will be in the NI position.
Simply a consequence of the current system.
The Manager that supported you retired, so now you are just a name on a list that can easily drop.
Management Sponsor gets you moved up, only a few have these.
Management Supporter can keep you from dropping.
What trout either, you go to bottom.
Ranking at EM should never be confused with performance measurement. The top rankers are not the top performers. The bottom rankers actually got most of work done.
If you point out in a ranking meeting that the person at top of list only created six PowerPoint decks and does not deserve to be above your NI engineer that saved EM $50 million, then you just committed career su----e. Everyone in the ranking meeting sits quietly and never states such obvious facts.
You all honestly believe that the buckets aren't made up on the spot during ranking sessions? You think managers are going to go out of their way to track everyone and then ensure you're all performing equal to each other? Here's the truth, they don't know. And they know they don't know which is why they hide behind the perpetual "it's a relative assessment". The fact that you think "year long coaching and feedback" is the problem gives legitimacy to a sham process. How did you all suddenly forget that 15% have to get NI/NSI every year? OP, it was your turn to get the PIPe. Now you leave or stay. But don't lose sight of the fact that this process is about giving managers control over everyone's career. Feedback and coaching aren't going to change the fact that management can make up whatever assessment criteria they want to make people fit into the buckets they want to put them in.
If management had "Courage of Conviction" they would be notifying employees throughout the PADP cycle that they were falling into the NI and NSI buckets. Most employees would take a course correction if they had feedback throughout the year.
The reality is that management does not care about their employees and would prefer to let their direct reports flounder over 12 months so that they can NI and NSI them. This style of management is called "The Chickens of Conviction".
OP. You must have misread the competition and didn't work hard enough. Next year don't svck so bad.
VG to NI. No feedback during the year that this was going to happen. Thru career, been at the bottom third to the top 20% and now NI. It all depends on your boss. What a BS company. I have been asked by people if they should join, I tell them absolutely not.
I went from "outstanding" last year (and the equivalent rank the previous 3 years, top quintile I guess) to PIP this year because I was ranked "needs improvement" but have less than 5 years at the company lol
Because all the ranking is like being popular in high school, if they don’t like you that’s what you get.
Maybe the number of sponsored people in your group increased significantly.
I was told one time by my Department Manager that I was ranked as high as possible because all persons above me on the rank list were “ chosen”. He said I was very lucky that there were not more “chosen” people in my group.
VG to VG in controllers. I have no clue who vouched for me and was told by my manager that I was in great position to be outstanding… I covered 2 roles for the entire assessment period and consistently worked 60 hours per week.. Only 3 YOE with the company. It was made clear that innovating and improving efficiencies working 40 hours per week is more valuable than offering yourself to take on more responsibility.
Moving to a new group seems to be a gamble. I have seen an excellent employee NSI’d in new group because it was a tight knit long term team that used the new guy to meet their NSI quota.
Your ranking likely political and unrelated to performance.
These are schedule 1 to 1s not coffee chats. At least we can say he talks to people but does not add value or just trying to ki-l time. Corporate not manufacturing DH
Surely those 40 people 121s are 'coffee chats'.............
VG to NI. RE. Can they NSI a RE person? The thing that amuses me is that the DH and supervisors can deliver the BS message with a straight face. My DH is useless, everything I have done positive has come from my own initiative. DH adds his so called value by having useless 1:1 with about 40 plus people. This year I will concentrate on PP and personal self learning.
It usually happens when either you have an unsupportive supervisor and/or have a different supervisor than your previous assessment.
You haven't been selected to have a career. You are cannon fodder. A downgrade allows management to not promote you or advance you. It's called lateral arabesques.
I can’t begin to tell you how often this happens these days - especially since 2020.
I was often told I was doing a great job. Throughout the year, I received positive feedback, challenging projects, and my expertise and experience was sought. I would have a very positive preliminary PDS discussion and suddenly, a few moths later, I was “needs improvement”. When I asked what else could I possibly have done differently, I get BS non-answers.
One supervisor (during my discussion) actually praised me for a skill only to say that I need to significantly improve that same skill. When I pointed out that he just contradicted himself, he ignored my comment, cleared his throat and said, “Do you have any other questions?” I said, “No.” He then closed his laptop and waited for me to get up and leave the conference room. I didn’t move. He looked at me awkwardly for a couple minutes before he scurried out. I sat there for an hour afterwards just wondering why in the he-l I still work there.
I had a horrible supervisor 4 years ago and it took me 3 years to dig out of the low ranking he gave me. Then, I have two incredibly difficult, but productive years where I took on extra work (because of the mass layoffs), only to have a supervisor contradict himself and not even bother to have a real PDS discussion with me.
How can you (for 364 days) kick bu-t day after day, exceed your goals (goals made WITH your supervisor’s input & direction), receive very positive feedback, yet still get a surprise “needs improvement” in day 365? How is that good business?
There was a time when you knew (and most of your colleagues did too) that you weren’t measuring up. When you got a low ranking, it wasn’t a huge surprise. Now, they seem to relish building you up only to knock you down.
Let me guess. When you were ranked high the system was run by competent people but now that you are ranked low id--ts are running the zoo. That is the underlying premise of nearly every post on this site. Stupid managers should have picked me for O not the guy in the office next to me. NSI him and then everything is good.
How many people were awarded RSUs last cycle and this year were NI?
Yeah you can really bounce around in this new system. Sorry you got tanked so hard.
I got dropped from O to VG for the 2020 rank cycle after many years in top ranks. My objective work output and level of responsibility was way higher in 2020 than any previous year too. What changed that year was my entire management line (all the competent ones retired in Feb 2021). Since the new bosses didn't actually know what anyone did, rank came down to whoever could s**k up the best in early 2021, and I only did a mediocre job at that.
Then I switched teams this rank cycle, have a fraction of the workload and responsibility, and also kinda stopped giving a f*** about putting in hours or maintaining high technical quality after burning myself out in 2020. Moved back up to E. Who knows why.
I'd be fine with an honest meritocracy, but this whole bloody system is an absolute sham.
You made a mistake somewhere with somebody, amigo.
Not worth tracking down the specifics.
Too much cologne in the elevator can do you in, these days.
You are not the first and won't be the last this happens to in this new system. We were sold this new and improved rank system but all it has been is a bait and switch where employees can be dropped on a whim. All the bias training they gave is all BS. This is tribalism at its finest.
Same thing happened to man, dropped from VG to NSI in one year…. Once a new job is lined up I am out. F-ktards
Went from excellent in 2020 down to NI last year and back upward to VG this year. Same role the whole time and same manager did the NI and VG. Never gave me any feedback so NI was a big surprise. Couldn’t even tell me what I needed to focus on, just blamed the system. So VG was a surprise only because I had no indication of how I was doing from his POV. I’m ok with moving around in assessment but dang at least try to explain the movement. Also found out you can’t be above VG unless you’re in certain roles in BR. Talk about an empowering message.
OP, are you NRE or RE age wise?
Simple. Your relative evaluation is only as good as your supervisor’s ability/inclination/mood to advocate for your performance. If you change jobs, your new supervisor may cause your relative evaluation to fall or rise, all other things being equal. This is the fundamental problem with the process. Not all supervisors are created equal in their ability to advocate for their reports.
Similar happened to me last year. Outstanding to NI in 12 months, no change in department. No indication of worsening performance during that cycle. You do the math.
Similar thing happened to me. I went from OS to VG after moving to another part of the company. I felt like to still contributed at the same level, but things didn’t shake out well for me.
OP here Yep moved technical departments
This is a classic trick, "the suddenly stupid routine", this was being done 30 years ago. You are being set up. This is a perfect reason why you shouldn't care very much about your job and "performing" and always be looking for something new. Use the "Golden Rule of Corporate America" , which is, sc--w them back twice as hard as they screwed you.
Did you switch groups or organizations? I’ve heard of that happening to coworkers when they moved entire departments.
Fake news